Chapter One

Introductory Part1. 1 Introduction and Background This internship is a part of the Bachelor of Business Administration (BBA) program that provides an on-the-job experience to students. I was placed at Beximco Pharmaceuticals Limited, Operational Headquarters Dhanmondi as an internee student for three months. This internship program was my very first on-the-job exposure and provided me with learning experience and knowledge in several areas. During the first few weeks of my internship period, I was able to get accustomed to the working environment of Beximco Pharmaceutical Limited. As the internship continued, I not only learned about the activities and operations of Beximco Pharmaceutical Limited, but I also gathered some knowledge about the basic financing activities of Beximco Pharmaceuticals Limited in first one-month of my internship period.

Government and Private organization contribute significantly to the economic development of Bangladesh. Pharmaceutical Industry also contributes to the economic development in our country. It is not strengthening our Balance of payment but also contributing through earn foreign currency, provide domestic need and reduction of unemployment, enhancing gross national income and save foreign exchange reserves.

After readymade garments (RMG), pharmaceutical sector has become one of the largest sectors in earning foreign currency. Meeting more than 95 percent demand of the local market, Bangladeshi drugs gained a significant position in the worlds drug market. Locally manufactured drugs are now being exported to more than 52 countries across the globe like- Vietnam, Singapore, Myanmar, Bhutan, Nepal, Sri Lanka, Pakistan, Yemen, Oman, Thailand, and some countries of Central Asia and Africa.

The scenario of pharmaceutical industry can be described in two parts- before the Drug Policy Ordinance in 1982 and after the Drug Policy Ordinance in 1982.

Before 1982, there were 177 licensed pharmaceutical manufacturers in the country but local production used to be dominated by the big multinational drug companies (MNCs).

.1.2 Origin of the ReportThis report is intended to identify the Level of Training & Development System of Beximco Pharmaceuticals Ltd. The reason behind this report can be stated as follows.

Training is a process of learning a sequence of programmed behavior. It is application of knowledge. It gives people an awareness of the rules procedures to guide their behavior. It attempts to improve their performance on the current job or prepare them for an intended job. Development is a related process. It covers not only those activities which improve job performance but also those which bring growth of the personality; help individuals to the progress towards maturity and actualization of their potential capacities so that they become not only good employees but better men and women. In organizational terms, it is intended to equip person to earn promotion and hold greater responsibility. Training & Development is a part and parcel of an organization. Other influences on training process include management styles and culture, employee involvement, empowerment, and autonomous work position. Training & Development is a very important attribute and is frequently measured by organizations. The most common technique for measurement is the use of rating scales where employees report their thoughts and reactions to their jobs. Questions can relate to necessity of training, helpful for new worker, ensure productivity & also quality. Some examinations present yes-or-no questions while others ask to rate satisfaction using a 1-to-5 scale, where 1 represents "not at all satisfied" and 5 represents "extremely satisfied."

1.3 Objective

1.3.1 Broad Objective

The broad objective of this report is to fulfill the requirement of BBA program and to apply the theoretical knowledge in practical working life.

To understand and analyze the theoretical leanings with the real life situation. To understand the working environment of Beximco Pharma To evaluate the existing training procedure of Beximco Pharma To study the operational & administrative activities of Beximco Pharma

To provide the detailed description about the organization.

Finding out the weaknesses of their Training Department. Suggesting possible recommendations to eliminate those weaknesses to enjoy a smooth Training policy

To identify the employees attitude towards the Staff Development Division.

Finding out the problems which are commonly facing at present.

To identify the Beximco Pharmas training method.

To identify the employees satisfaction about the training. To identify about the trainee efficiency.

1.3.2 Specific Objective To Find the Training Procedure

To analyzing Training Evaluation process

To Fine the Performance of the Trainer

To Find Effect on Worker Training

To Find Monthly Certification Status 1.4 Scope of the Study

This research will identify the training assessment of the employees regarding with the companys training method, training policy, on the working period, trainee output efficiency. This research will find out the training effectiveness of the employees1.5 SignificanceTraining and Development is the importance part of the Human Resource Department. Because training is ensuring the quality of a product & service. Now a days Foreign buyer are look forward to maintenance Save and Healthy work environment .That is importance to conduct employee training session not only for maintenance foreign affair but also our own interest .Training is most powerful tools for increasing productivity and ensure the higher quality and also reduce the production cost.

1.6 Limitation of the Study

While nothing comes along without problem, I also had to face some problems, which were picked up below: It was very difficult to collect the information from various personnel for their job constraint.

Beximco Pharmaceuticals Ltd is very conservative and strict in providing confidential data. Communication Gap within higher Management.

There will be not enough information on the Internet.

I will only gather information from HRD of BPL. To protect the organizational confidentiality some parts of the report are not in depth1.7 MethodologyTo prepare this report I have collected information from different published. As I worked for Beximco Pharma, I have done my whole process inside and outside of my companys field. I was tried to provide some real information in this report about my companies. I had made several interviews with my Intern Supervisor. I asked them several question regarding their participation in terms of developing the business over the year. How they developed their business to this huge success. Most of the information I gathered for preparing this report based on my observation during my service period. At first, the project paper has described the organizational background, objectives, scope, and methodology. Then the most important part of the project paper has been covered. This part is known as analysis and finding through which mostly the objectives of the project paper has performed. Lastly, recommendation and conclusion have given.

1.7.1 Population DefinitionThe population of the research paper is all the employees who are working in Beximco Pharmaceuticals Ltd in different level. Here a survey study has been conducted for collecting primary information.

1.7.2 Research DesignData Sources

For conducting this research data were collected from the following sources:

Primary Sources Direct Observations of 50 Staffs (Trainer ,Management Staff) Practical desk work. Face to Face conversation with the colleague. Personal discussion from top level management to junior level managementSecondary Source Annual Report of BPL 2012 Published documents Different News paper Different Magazine Head office circulars Some unpublished information Relevant Statistics and business research Office files and Documents.Data collection procedure and instruments

For collecting the primary data, the total fifty (50) Staff (Trainer, Management Staff). A structured questionnaire (given in the appendix) was used the instruments. Here it is being mentioned that interviews are with the company Staff (Trainer, Management Staff).

Population

The population of the research paper is all the employees who are working in Beximco Pharmaceuticals Ltd in different level.Sampling unit

In this organization there are many employees. So the sampling unit of the research paper was each level of employees who are working as Management Level & Non Management Level.

Sample SizeI have done random sampling .I had been selected for survey 50 personnel. Hence, required sample size for conducting this research project is 50 respondents those who are working in different level in Beximco Pharmaceuticals Ltd.

Data Analysis

Both of information was done to avoid unrelated and ambiguous responses in this regard the frequencies and percentages of different variables in various aspects have been represented in the findings both in the tabular and graphical form. Moreover the respective interpretations have been given.

Chapter TwoOrganization Part

2. History of BEXIMCO Pharmaceuticals Ltd.Beximco Pharmaceutical Ltd. is a leading edge pharmaceutical company based in Dhaka, Bangladesh and is a member of the Beximco Group. The history of pharmaceutical business of the company dates back to the early 70s, when it started to import market and distribute medicines from world-renowned companies like Upjohn Inc. of USA and Bayer AG of Germany. Since the very beginning, the company was highly successful in generating increased demand for its products, which eventually justified local production. It completed its registration in 1976 and started its operation in 1980 by manufacturing and marketing licensee products of Bayer AG of Germany and Upjohn Inc. of USA. After its initial years of struggle, it broke ground with the launching of its own products in 1983. In 1985, BPL was listed in Dhaka Stock Exchange (DSE) as a Public Limited Company. The journey continued and barrier after barrier were crossed, challenges were faced and overcome to transform BPL into what it is at presentIt manufactures a range of dosage forms including tablets, capsules, dry syrup, powder, cream, ointment, suppositories, large volume intravenous fluids, metered dose inhalers etc. in several world-class manufacturing plants, ensuring high quality standards complying with the World Health Organization (WHO) approved current Good Manufacturing Practices (cGMP). Beximco also contract manufactures for major international brands of leading multinational companies.

Beximco has a strong market focus and is anticipating continued future growth by leveraging business capabilities and developing superior product brands and markets. In particular, it is very interested in developing a strong export market in USA and Europe. To meet the future demand it has invested over US 50 million dollar to build a new state-of-the-art manufacturing plant, confirming to USFDA and UK MHRA standards. This new plant will also offer contract-manufacturing facility to leading pharmaceutical companies, especially from Europe and US.2.1 BEXIMCO PHARMACEUTICALS LTD.

(AT A GLANCE)

COMPANY PROFILE NAME

BEXIMCO PHARMACEUTICALS LTD.

YEAR OF EASTABLISHMENT

1976

COUNTRY OF INCORPORATIONBANGLADESH

COMMERCIAL PRODUCTION1980

STATUSLISTED PUBLIC LTD. COMPANY

BUSINESS LINESMANUFACTURING AND MARKETING OF

PHARMACEUTICALS FINISHED.

MAIN COUNTRY OF OPERATIONBANGLADESH

SLOGAN OF THE COMPANY Heres to life

AUTHORIZED CAPITAL (TAKA)9,100,000

PAID UP CAPITAL (TAKA )2,517,678

TOTAL ASSSET23,033,340,533

INVESTMENT34,51,276

EQUITY17,128,128

NUMBER OF SHARES251,767,810

STOCK EXCHANGE LISTINGSDSE AND CSE

NUMBER OF EMPOYEES IN BANGLADESH2700 MEMBERS

Table 2.0: Company Profile2.2 Mission

We are committed to enhancing human health and wellbeing by providing contemporary and affordable medicines, manufactured in full compliance with global quality standards. We continually strive to improve our core capabilities to address the unmet medical needs of patients and to deliver outstanding results for our shareholder.

2.3 Vision

We will be one of the most trusted, admired and successful pharmaceutical companies in the region with a focus on strengthening research and development capabilities, creating partnership, and building presence across the globe.

2.4 Organization structure

Figure 2.0: Organization Structure.2.5 The Footprints Left behind by BPL over time1976 Registration of the company.

1980 Started manufacturing and marketing of license products of buyer AG of Germany and Upjohn Inc. of USA.

1983 Launching of BPLs own products

1985 Listing in the Dhaka Stock Exchange (DSE) as a Public LimitedCompany (PLC).

1990 Commissioning of Basic Chemical Unit.

1992 Started export operation with Active Pharmaceutical Ingredients (APIs).

1993 First export market operation with finished pharmaceutical products.

1994-1995 Achievement of National Export Trophy (Gold) as the firstpharmaceutical company of the country.

Introduction of 20 new products.

1996 Introduction of sustained release dosage form in the market.

Introduction of 12 new products.

1997 Commissioning of Metered Dose Inhaler (MDI) plant and introduction of suppository dosage form.

Introduction of 15 new products.

1998 Introduction of Metered Dose Nasal Spray.

Introduction of 13 new products.

First pharmaceutical company of the country achieving National Export Trophy (Gold) for 1994-95

1999 UNICEF approval of BPL as an enlisted supplier.

Introduction of 6 new products.

2000 Contract manufacturing agreement of Metered Dose Inhaler (MDI) with Glaxo SmithKline.

Introduction of 11 new products.

2001 Introduction of small volume parenteral products (Injectable).

Establishment of Analgesic-Anti-inflammatory plan.

Introductionof 26 new products.

2002 Won the first prize of ICAB National Awards 2000 for Best Published Accounts and Reports in Non-Financial Sector Category. The first Bangladeshi company to supply pharmaceuticals to Raffles Hospital- the most prestigious hospital in Singapore.

2003 Received National Export Trophy (Gold) for consecutive 2 years (1998-99, 1999-2000) Won the Silver prize of ICAB National Awards 2003 for Best Published Accounts and Reports in Non-Financial Sector Category Won a tender to supply Neoceptin R and Neofloxin to Raffles Hospital of Singapore for the whole years consumption Introduced Anti-HIV drugs for the first time in Bangladesh Diversification into Anti-Cancer therapeutic class.

2004 Signed contract with Novartis to manufacture their liquid, cream, ointment and suppository products under Toll Manufacturing agreement.

2005 Merger of Beximco Infusions Ltd. with Beximco Pharmaceuticals Ltd. Admission to Alternative Investment Market (AIM) of London Stock Exchange (LSE).

2006

Launched CFC free ozone-benign HFA based inhalers as the first companyin Bangladesh.

2007

The US FDA standard oral solid plant commissioned

2008 Become the first Bangladeshi company to achieve GMP Clearance from TGA Australia.

2009 Only Bangladeshi company to receive GMP approval from ANVISA Brazil.

2010 The only Pharmaceuticals company in Bangladesh to enter the US market through acquisition Abbreviated new drug application (ANDA)

2011 Received GMP accreditation from AGES Austria, only Pharmaceuticals Company to win National Export Trophy (Gold) for the fourth time.

2012 First Bangladeshi company to launch Salbutamol HFA Inhaler (Azmasol) in Singapore.

Table 2.1: The Footprints Left behind by BPLAlso become the first Bangladeshi company to receive export approval to Gulf countries. Beximco Pharmaceuticals Ltd. Is the first Pharmaceutical Company from Bangladesh to enter into Latin America2.6 Board of Director, Executive Committee & Management Committee:

The management of BEXIMCO PHARMA is simply exceptional in comparison to any other listed companies in this country. It has a blend of professionalism and wisdom, which plays a key role in managing the champion organization.A dedicated Management committee and an Executive Committee make sure that BEXIMCO PHARMA achieves its target with complete proficiency. The committees are:1. Management Committee

2. Executive Committee

2.7 Corporate Governance in Beximco Pharma:

In BPL they always nurture and support good corporate governance. Board of BPL places greatest emphasis on maintaining the highest standard of corporate governance. As trustee of all the stakeholders of the company, the board is fully aware of its responsibilities and therefore, endeavors to safeguard the interest of all concerned. The statement below describes how the principles of good governance are applied in BPL

Size, Composition and functioning of the Board:

The board of directors is the highest level of authority in the organization structure of BPL. The board is responsible for the overall direction and is ultimately accountable to the shareholders for the activities, strategies and performance of the company. Currently, the board of directors of BPL comprises of 11 members with Mr. A S F Rahman as Chairman and Mr. Salman. F. Rahman as Vice Chairman. The major concern of the board is to ensure that the overall activities of the business are conducted responsibly and with focus on long term value creation. The board meets periodically to transact matters placed before them that require boards approval and/or direction. Board reviews the overall activities of the business and where necessary, strategic guidelines are given for onward implementation.

2.8 Major Competitors Square Pharmaceuticals Ltd. Incepta

ACI

SK+F

Aristo Pharma

Acme2.9 Organizational chart

Organizational chart bearing vital importance for a company, often represented by a schematic diagram. The organizational chart of Beximco Pharmaceuticals Ltd. is given below,

Figure 2.1: Organizational chart

2.10 Factories

Beximco Pharma manufacturing facilities are spread across a 20-acre (81,000m2) site located in Dhaka, Bangladesh. The facilities comprise of a number of purpose-built plants, including a new Oral Solid Dosage (OSD) plant. The site includes manufacturing facilities as well as a research laboratory and a number of warehouses. The plant and machinery of the facilities were designed, produced and installed by partners from Germany, Switzerland, Sweden, Italy and the United Kingdom, amongst others.2.11Departments of BPL and their activitiesBeximco Pharmaceuticals Ltd. is one of the largest Pharmaceuticals Company in the country. So, it has many operations for each department in the company to fulfill. The departments of Beximco Pharmaceuticals Ltd. (BPL) are:

Procurement or Planning Department

Purchase Department

Sales Department

Human Resource Department

Finance and Accounts Department

Management Information System (MIS) Department

Multimedia Department

Medical Services Department (MSD)

International Marketing Department

BPL Factory (Works Department1. Procurement or Planning Department:Procurement or Planning Department takes care of the total marketing of the products. It is the core department of BPL. This department mainly focuses and gives emphasis on the strategies. Major functions of this Department are:

Preparing product literature and promotional materials for doctor.

Determining the packaging pattern, color, size.

Setting target sales

Conducting meeting with field workers

Issuing budget in consulting with different department

Setting price for each product

2. Purchase Departments:

This department interacts directly with the planning, production, and finance department. Finance department develops a cash flow budget at the beginning of the year. The sales department fixes the sales target. According to the demand, Purchase department starts their operations which are mentioned below in the sequential basis:

Being ordered from the planning department, the department establishes and calculates the cost of raw materials necessary.

It asks for cash to the finance department.

Decide which product to purchase from the local market and which to import.

It arranges for bidding to the suppliers which involves close interaction with the planning department.

3. Sales Departments:

Sales department is forecasting the sales. The major responsibilities of this department are, preparing the strategies for expense budget through CPM. The main goal of sales department is sales achievement. The department divided the whole country into 20 regions and assigned 20 Regional Sales Executives to control sales activities. Main activities of Sales Department are:

Forecasting future sales in consultation with the CPM department.

Recruitment of sales force in consultation with the HR department.

Arrange training for field force.

Handling critical customers.

Ensuring product availability.

Performance evaluation of the sales force.

4. Human Resource Departments (HRD):

The objectives of Human Resource Department (HRD) are-

Recruitment policy and procedure

Placement of employees

Career planning

Conducting appraisal at the end of each year

Maintaining and developing employees personal files

Safety and security

Welfare activities for employee

Arranging training for the employees

5. Finance and Accounts Department & Financial Systems Development:

There are three wings under the Finance & Accounts Department. These are-

Treasury Accounts

Financial Accounting

Management Accounting

i) Core functions of Treasury Wings:

Fund management

Maintaining banking transactions loan and leases

Party payments

Employee payroll

ii) Core functions of Financial Accounting Wings:

Day to day transaction recording

Monthly Reports

Auditing

Handling Tax related matters

Maintaining legal compliance

Maintaining SEC rules

Preparing Financial Reports

iii) Core functions of Management Accounting Wings:

Budgeting

Costing

Internal Reporting6. Management Information System (MIS) Departments:The MIS Department takes care of total automation of BPL. It supports the hardware and software network of the company and the factory. This department provides services through SNA Server, WIN NT Server, and SQL Server. BPL operational headquarters is linked to the corporate headquarters through fiber optic cable. The department also established a Wide Area Network (WAN) with the 12 depots around the country. MIS department develops the access Control & attendance monitoring System internally.

7. Multimedia Departments:

BPL is the only pharmaceutical company that has a Multimedia Department. This is helping in the product promotion. It designs medical videos for the doctors. Major functions of the Multimedia Department are:

Web page designing.

Developing multimedia presentation for presentation programs.

Making videos of conferences, meeting etc.

Designing the cover page of annual report.

Making video for products.

Making video for company.

Keeping the records of annual meeting and other meeting.

Copying literature, promotional tools, and medical in CDs to gift it to doctors.

8. Medical Services Department (MSD):

This department is a unique department in this industry as BPL established this first ever in order to create easy relationship through using the professional linkage with the doctors, the ultimate customer of the pharmaceutical companies. It arranges seminars on different issues such diseases and their cures in different parts of the country. It publishes a special Medical Newsletter quarterly and sends the current issues to the enlisted doctors at free of cost.

9. International Marketing Departments:

In 1991, the company took the challenge to venture into the international arena. At first it started exporting only formulation products. Then in 1996 this company first started exporting their finished goods. This department is concerned with the international promotion and marketing of BPL finished products and basic chemicals.

10. BPL Factories (Works Department):

Beximco Factory Complex (a manufacturing plant in Auspara, Tongi, and Dhaka) has 7 acres of land and a total covered space of 160,000 sq. ft. Total manpower I n the factory complex is 450. It has three different types of plants:

Raw materials Plants: Produce raw materials of Plants.

Basic Chemical Plants: Produces raw materials of Antibiotics.

Beximco Infusions Ltd.: Produces Intravenous (IV) Fluids.

2.12 Emergence of Beximco Pharmaceuticals Ltd.The company was incorporated in 1976 under the Public Limited companies act Bangladesh. After getting their certificate they start their journey. Authorize Capital 9100 Million Taka.

2.13 Product2.13.1 Block Buster product:

NapaHighest selling drug in Bangladesh Pharmaceutical Market in terms of unit.

Neoceptin-RHighest selling drug in Bangladesh Pharmaceutical Market in terms of value.

Bextrum / Bextrum GoldEmerged as the most admired & highest selling nutritional supplement in Bangladesh Pharmaceutical Market in just one year.

AmdocalHighest selling cardiovascular drug in Bangladesh Pharmaceutical Market in terms of value.

TofenHighest selling oral anti-asthma drug in Bangladesh Pharmaceutical Market in terms of value.

AzmasolHighest selling Metered Dose Inhaler brand in Bangladesh Pharmaceutical Market in terms of value.

Table 2.3: Block Buster product

2.13.2 Demandable Products of BPL:ProductsTherapeutic class

NapaParacetamol

AmdocalAngina & ischaemic

TycilAntibacterial

ArixonAntibacterial

IntracefAntibacterial

NeofloxAntibacterial

AtrizinAntibacterial

PedeminAntibacterial

FilmetAntiprotozol

Table 2.4: Demandable Products of BPL

2.13.3 Hi- Tech Products of BPLInhalation AerosolSuppositoryNasal spray

Aeronid inhalerNapa 125 suppository Nazolin Nasal spray

Azmasol InhalerNapa 250 suppositoryDecomit Nasal spray

Azmasol Refill canNapa 500 suppository

Bexitrol InhalerUltrafen 12.5 suppository

Decomit 100 InhalerUltrafen 50 suppository

Decomit 200 Inhaler

Ipramid Inhaler

Table 2.5: Hi- Tech Products of BPL 2.13.4 Glimpse of new products introduce:

NapaDole Dinovo Acifix Glipita M Cleven Xalaprost2.14Achievements of Last years

Achieve highest sales growth among the top ten pharmaceutical companies( IMS 2012) Received EU GMP accreditation for OSD and Ophthalmic facilities Registered 48 new products & 8 countries including New Zealand, Azerbaijan, Kuwait, Singapore, and Colombia Become the only pharmaceutical company to win National Export Trophy (GOLD) for the fourth time. Introduce 40 new generics in 55 different dosage forms and strengths Launched combination therapies: NapaDol (paracetamole+tramadol, Dinovo (Naproxen+ Esomeprazole) & GlipitaM (sitahliptin + metformin) for the first time in the Bangladseh. Launched operation of Dry Powder Inhaler (DPI) and Prefilled Syringe (PFS)

Took up a major corporate rebranding initiative2.15 Logo of the Company

Chapter Three

Body part

Task of HRM Department

3. Human Resource Department

HRD is the innovative impression now a day for an organization. HRD obviously deals with the working people. It works to develop employees behavior, personal skills, abilities organizational and individual goals and encouraging People to be productive and satisfied employee. Some of the companies in Bangladesh doing HR activities smoothly, Beximco Group are one of them. Beximco Group is a big organization having 8 divisions all over the country covering all the important locations. Beximco Pharmaceutical Ltd which is under Beximco Group has almost 2700 employees. HR activities are necessary for BPL, as a pharmaceutical organization- BPL deals with the different employees with the various departments, and many people working there. Thats why successful implementation of HR activities is very much needed.

Hierarchy of HR Department

Figure 3.0: Hierarchy of HR Department

3.1 The objectives on HRD The organization has right number and kinds of people.

Effectiveness of procedure for recruiting, placement, career planning, training and development, and promoting all level of employee.

Appropriateness of reward system for motivating and changing employee.

A work environment that minimize absenteeism and keep turnover at a desirable level.

Implications for the future demand of HR.

Beside these activities HRD also conducts some other important tasks which are given below: HRD performs administrative function (maintenance and protocol services).

HRD can take legal action for misconduct (theft, fraud, dishonesty, habitual late attendance, habitual negligence or neglect to work) of employee.

HRD has provided various facilities (washing facilities, canteen, shelters or rest room) for the employee.

3.2 Responsibility of manager of HRDSr. HR manager carry out some assignment. These are given below- Responsible for the whole activities of HRD.

Implement HR strategy smoothly and properly.

Organize the monthly meeting at the end of the month.

Attend the monthly and quarterly meeting with the top management.

To ensure the smooth work environment for the employees.

To measure yearly performance appraisal for the employee.

Check out any sort of periodical report and signed whenever necessary.

Maintaining overall monitoring and control system.3.3 Responsibility of officers of HRD:

HR officers recruit MPE and officers.

They review organizational structure.

They maintain employees personal file.

They prepare job description for the employee.

They provide safety and security for the employee. They also maintain attendance and leave for the employee.

Providing training to the employees

Beside these officers do some other extra work when needed and required.3.4 Human Resource Manual of Beximco Pharmaceuticals Ltd. Recruitment.

Training.

Performance Appraisal

Development.

Motivation

Benefits and Rewards Company Safety Policy Job analysis.

Selection.

Compensation

3.5 Recruitment and Selection processBPL looks for top-caliber people who want the flexibility and resources to grow in their career. If you're the kind of person who has always stood out, we offer a place where you can continue to shine. No matter what your field or range of interests, there are vacancies where your talents can likely be applied and developed. They have thousands of diverse people from different cultures and backgrounds working in a variety of different jobs indifferent fields

Merit is the sole criteria for selection.

Attitude is given as much weight age as functional competencies.

Panel interviews comprising of Functional Head & HR Head.

Sources for recruitment are through campus, consultants, employee referrals, internal job postings and the internet.

Antecedent verification is an integral part of our recruitment process.

Medical fitness is pre-requisite for all positions.

Provide equal opportunity employer and do not discriminate on the basis of race

3.6 The Recruitment Process

Organization

Applicant

Figure 3.1: The Recruitment Process

3.7 Training and Development program of BPL:3.7.1 Training:

A learning experience in that it seeks a relatively permanent change in an individual that will improve his or her ability to perform on the job. To make training a success, a trainer should take care of the following points:

Make learning meaningful.

Make skills transfer easy and

Motivate the learner

3.7.2Employee Training Method:

1. On-the-job Training: On the job training is a training that shows the employee how to perform the job and allows him or her to do it under the trainers supervision. On the job training is normally given by a senior employee or a manager like senior merchandiser or a manager. The employee is shown how to perform the job and allowed to do it under the Trainers supervision.

Advantages:

Relatively inexpensive

Trainees learn while producing

No need off-site facilities2. off-the-job Training: It includes:

The Case Study Method: Here the manager is presented with a written description of an organizational problem to solve in a discussion with other trainees.

Management Game: The manager presented with a computerized decisions regarding but simulated situations.

Outside Seminars: Many organizations now are using this popular method on various aspects of business and management.

Behavior Modeling: It involves the Modeling-Role playing-Social reinforcement-Transfer of training. 3.7.3Employee Development Method:

Managerial On-the-Job Training: The development of employees abilities can take place on the job. It includes:

Job Rotation: It involves moving a trainee from department to department to increase their understanding of all parts of the business and test their abilities.

Coaching Approach: The trainee works directly with a senior manager or with the person they are to replace

Action learning: Here the management trainees are allowed to work full-time analyzing and solving problems in other departments.3.8 Performance Appraisal:

At BPL appraisals are done by the Self-appraisal system. Goals are set by participative management approach and performance is evaluated quantitatively against those previously set objectives. Managers appraise the performance of their subordinates through 5 points Graphic Rating Scale. The total appraisal process is completely transparent to everyone within the organization. for unsatisfactory

for marginal

for target

for superior

for outstanding

3.9 Development:BPL must ensure employees job involvement by providing various types of training and development programs, internal and external workshop, seminars, conferences, etc. the recent days job become more dynamic so that employees should be proper skilled match with the present environment. BPL arranges the development programs for fulfillment of top level vacancy.3.10 Motivation:The advantage of having a Management by Objective (MBO) system is that everyone becomes Self-motivated. Everyone is motivated to achieve, to perform. The only challenges is to keep the employees moral high in times of failure. In BPL, one of the tasks of the management is counseling. Managers are there to help the employees to achieve the goals, which in turn keep the employees motivated.

Apart from creating a healthy working environment and ensuring employee empowerment, BPL offers a number of benefits to keep them motivated. The benefits offered by the company are given below: 1. Education costs of the children.

2. Permanent job facility

3. Leave facilities

4. Yearly Employee Awards

5. Promotion

6. Foreign Travel with Family Offers

7. Share from revenue etc. 3.11 Benefits and Rewards: Indirect financial and non-financial payments employees receive for continuing their employment with the company. There are several types of benefits:

Supplemental Pay Benefits

Insurance Benefits

Vacations and Holidays

Sick Leave

Parental Leave and Family Leave

Medical Leave

Retirement Benefits3.12 Company Safety Policy:It comes from the group chief executive to adapt in all the country. The local Encounter signs the policy for each individual country and the copy of the policy is circulated to all the levels in the organization. So it is the duty of all the employees to emphasize on safety. There is an Oath in BPL, Bangladesh regarding safety. That is SAFETY FIRST QUALITY MUST. The safety policy of BPL, Bangladesh safety health and environment management which is signed by the CEO carries certain messages for us. It complies with the local safety laws of Bangladesh. One important issue of this policy is DUTY OF CARE. It can be described as not to do any things that may cause risk to others, properties even to me and also let other not to do even that may hazardous to him only. There is another planning for emphasized on safety. Safety aspect may include in every ones KPI & CSF. There are some other important points of the policy that we should care and implement in our daily work. The copy of the safety policy is attached herewith for the ready reference.

3.13 Job Analysis in BPL:

BPL accomplishes personal job analysis job analysis is a very much needed things of BPL. Job analysis preserve employees adequate informations and analyzes them and helps to make decision promoting, training, operating and compensating employees.

3.13.1 Job Description and Job Specification:

Job description is a legal document. It focused on job. BPL preserve a written narrative description which included with the activities performs in the job information about the requirement working condition under job is performed. BPL also has done job specification focused on employee. It is specifies employees skills, abilities, behavioral pattern and other personal characteristics.

3.13.2 Sources of Job Data:There are human and non-human sources for collecting job data are available here in BPL. When doing the job analysis within the short time period BPL uses non-human sources. But when the time is available then BPL goes for human sources for data collection.

3.14 Selection:Selection process for assessing job applicants follow HR Planning and Recruitment. The main objective is to peak up the individuals who will do well on the job.

3.14.1 Selection Process/Procedures:

BPL follows selection process which is stated below-

3.14.2Decision Making Approach in Selection Process:BPL usually uses hybrid approach for selection process. It consistent with the Multiple Hurdle Approach as well as Profile Matching approach. Every employee should pass each stage before going to the next step. Here at each stage selection is made. In a profile matching approach there is a standard criterion of a successful employee that should point out for each candidate. Those who cover-up most of the requirement he become selected for the job.

3.14.3 Selection Devices/ Tools in Selection Process:There are many selection devices use in the organization. Such as- application blank, weighted application blank, bio-data, interview, physical test, etc. BPL follows 3 main aspects used in selection process which are stated below-1. Interview: A widely use device for the selection process is to take interview. BPL also follows this method. Interview has 3 categories- unstructured, semi- structured or cone approach, and structured interview. BPL mostly use structured and semi- structured for their aggregate level employees. It also uses semi- structured and unstructured for experienced mid-level management employees. In a structured interview all question asked by same sequence. It has a degree of reliability. In semi-structured or cone approach some questions are asked from the specific subjects. When an interview doesnt plan the questions or their structured is named as unstructured interview. It has low degree of validity.1. Physical Testing: Physical testing is part of selection process. It is essential for blue collar employees. In BPL accomplish physical testing for all type of employees. Although it is an expensive decision but BPL is committed to do physical testing for ensuring employees sound health.3.14.4 Managerial Job Selection System:Managerial job is a vital post for each and every organization. When an organization select a person for managerial job to be identify himself accurately. They need to do mental ability test and personality test by assessment center. Assessment center has some characteristics. BPL follows those characteristics. BPL evaluated a manager by giving them assign job, situational problems, role-playing decision makes, Case study, Management games, etc. It has a high validity and it can also predict both long and short-term success and advancement in management position. BPL doesnt recruit new or fresh graduates for managerial post. It recruit at least 5 years experienced employee for managerial post3.15 Compensation:Compensation is a system consists of getting together money, goods and services which is taken by the personnel offering by the employers or organization. Compensation is a set of benefits added with the employees basis salary.

3.15.1 Compensation System of BPL:Compensation works as a motivation tools for the employees. BPL maintains a sound compensation system for their employees. BPL setting an appropriate planning for compensating personnel. So that compensation system fulfill their personnel need. Sometimes it exceeds employees expectation. As a local renowned pharmaceutical corporation BPL maintaining compensation properly because it may assist to create flexible working environment, raising productivity that brings result on higher returns. 3.15.2 Components of Compensation System:

BPL naturally follows the two types of compensation components Direct Compensation Component:

In a direct compensation BPL provides

Basic Payment

Individual Incentive Payment

Festival Bonus

Medical pay

Home alliances

Gratuity Indirect Compensation Component:

In an indirect compensation DBBL provides

Group Life Insurance

Lunch / Meal allowance

Chapter Four

Literature Review Part

Training and developing system of Beximco Pharmaceuticals Ltd.

4. Training & Development:

Training is a learning experience in that it seeks a relatively permanent change in an individual that will improve his or her ability to perform on the job. Training can improve the changing of skills, knowledge, attitudes, or social behavior. It may mean changing what employees know, how they work, their attitudes toward their work, or their interactions with their co-workers or their supervisor. Every organization needs to have will-trained and experienced people to perform the activities that have to be done. Job conduct training is very much emphasizing on job performance. BPL consequently has given priority of training and development to the employee. So that BPL introduced training wings as a separate department.

4.1 Why Training is needed in BPL:The first step in the design and development of a training program is finding out the people to be trained and the type of training they need. For planning to undertake a training need assessment Exercise Company should answer the following questions:

What information we need?

Who will give the information?

Where to get the information?

What methods to use for gathering the information?

What will be the final summary or interpretation will look like?

Training is basically imparted solve significant problems per taming to employee performance at work. The word need implies that something is lacking- there is a shortfall somewhere. The word training further implies that this lack can be supplied by systematic training. If can, thus, be said that a training need exists when the application of systematic training will serve to overcome a particular weakness.

Training need analysis is a process of obtaining pertinent information with a view to determining whether particular performance problem is responsive to training. From information thus obtained will help us to identify the gap between the desired level of performance and actual level of performance. BPL conducted training programs for the improvement off well fresher as well as the existing employees. Training is the essential part for the managerial job for their development. Though training employees will be able to cope with the adjusted work environment. This will bring into feasibility workforce, personal skills development, adjusted with the working environment, etc. thats why training is very much needed for BPLs employees. It is done for both theoretically and practically improve trainees skills.

4.2 Objective of the Training

Increase the effectiveness of the employee.

Make individual employee more efficient in his/her work

Bring consistency in job execution

Help the employees in their career development .in other word it paves the path of individual growth

Increase overall organizational effectiveness.

Improve the Quality

Improve The overall organization performance

Minimization the accidence and Injury

Increasing awareness about safety and Health

Introduced overall Organization

Introduced overall Organization Rule Regulation

Introduce the Management Personnel of the Organization4.3 Training requisition

Once a new worker is requited a training need I identified by the department and a training requisition form signed by the department head is to be filled out and forwarded to the training department within 15 days of his joining date. Requester specifies the tentative training start date and the trainer to be appointed for the training thought it all depends on the trainer availability. Note that a trainee cannot be the requester of the training.

4.4 Training procedure:

Training need analysis

Select Resource Person

Preparing Training Calendar

Conducting Training Session

Evaluation of Training ,Trainee

Documentation

Retraining

4.5 Organization Training Plan

Organization training plan reflects all the training needed for its employees at different level. This is normally done on annual basis. It includes training for different level of management as well as the work people. It is mainly dependent on the organizational policy. Thus the top management must be involved in designing organizational training plan.

A training plan is relatively easy device to supervisor to determine training need and priorities. Supervisors who have many jobs in their department may wonder where to start training, on which job, and for which people.

The key issues to be considered for preparing a training plan are:

Whether any training in necessary

For whom the training is needed

How the train the people

Who will train Where to train the people

The time frame needed

Resources required for the training etc.

4.6 Methods of Training:

BPL Conducted training by utilizing some types of methods. These are given below-

4.6.1 On-the-Job Training (OJT):On the job training is a training that shows the employee how to perform the job and allows him or her to do it under the trainers supervision. On the job training is normally given by a senior employee or a manager like senior merchandiser or a manager. The employee is shown how to perform the job and allowed to do it under the Trainers supervision.

4.6.2 off-the-Job Training: The Case Study Method: Here the manager is presented with a written description of an organizational problem to solve in a discussion with other trainees.

Management Game: The manager presented with a computerized decisions regarding but simulated situations.

Outside Seminars: Many organizations now are using this popular method on various aspects of business and management.

Behavior Modeling: It involves the Modeling-Role playing-Social reinforcement-Transfer of training. 4.6.3 Job rotationJob rotation is a training that requires an individual to teach several different some in a work Unit or department and performer each job for a specified time period. In job rotationIndividuals learn several different jobs within a work unit or department. One main advantages of job rotation is that it makes flexibilities possible in the department. When one employee like junior employee absence another employee can easily perform the job.

4.6.4 Classroom training

Classroom training is conducted off the job and probably the most familiar training method. It is an effective means of imparting information quickly to large groups with limited or no knowledge of subject being presented. It is useful for teaching factual material, concepts principle other theories. Portion of orientation programs, some expects of apprenticeship training and safety programs are usually presented utilizing some form of classroom instruction. More frequently however, classroom instruction is used for technical, professional and managerial employee.

4.7 Evaluation after Training:

In common parlance, evaluation is the objective assessment of the past to facilitate better forecasting and controlling of the future. In the context of training it is used to determine the effectiveness of a training program. Evaluation is whatever language it is defined should involve the following elements:Evaluation is a planned process. It aims at improving the knowledge and skill of the participants, changing his behavior in the organization improving other new result areas of the organization such as cost of production, absenteeism and turnover rate as well as taking decision about the desirability, nature and content of future training.

It involves collection of information from the trainees (on both pre-training and post training situation), from his superiors, his subordinates and peers.

Training is evaluated in terms of objectively variable standards or criteria.

Figure 4.0: Training Evaluation Process4.8 Training Budget:Training budget is also very important for implementing an effective training program. The quality of the training should be given priority in preparing the training budget. All the items necessary for maintaining a good learning environment should be taken into consideration in the budget. For cost effective training program all cost items are to be brought under the budget. The source of funding may be different. In-house training may not need to pay subsistence allowances but must include the cost of food. The cost of items should be realistic as far as possible.

The budget will help the management to look into the ultimate benefit of the investment made for the training program.

4.9 Different Instructional Methods of Training:

There are many instructional methods, and many more variations and combinations of such methods which could be used to achieve training objective. An attempt has been made to briefly survey the important methods which are:

Lecture Method

Tutorial Method

Demonstration Method

Lesson Method

Group Discussion Method

Project Method

Case Study

Role Playing

Computer Assisted Instruction

4.10 Training Goals:BPL goals of the training program should relate directly to the needs determined by the assessment process outlined above. Course objectives should clearly state what behavior or skill will be changed as a result of the training and should relate to the mission and strategic plan of the company. Goals should include milestones to help take the BPL employee from where he or she is today to where the firm wants him or her in the future. Setting goals helps to evaluate the training program and also to motivate employees. Allowing employees to participate in setting goals increases the probability of success.

4.11 Other Training Activities:

Students of various universities are placed as Interns in different departments.

Significant number of students completed their In-Plant Training in BPL.

Coordinating factory visit for different government and Institutions.

All newly joined executives go through a structured Orientation Program.

We conduct health, Hygiene & different awareness program for our colleagues.

We conduct training on different compliance parameters for our factory colleagues.

Chapter five

Actual Task Part5. Actual task done by meI learn from Beximco Pharma many things. I did much work there. These are given bellow:

Personnel Profile update: Update employees and workers personal information file. Storing all papers according to employees id, name, designation & current date.Performance Appraisal: Calculating the rating of the employees given by the supervisor on the yearly performance appraisal form provided by the company.ID card Making: Beximco Pharmas HR department made their employees id card. I made some id card.

File making : Beximco Pharma maintain different colors of file for different department. I also made that file.

Organize the file in shelf: Organize the file in the shelf of different department. Different colors file in different shelf.Assisting in interview: Assist HR officers to take interview. (Written test) 5.1 Budget

In the internship period from 1th April to 31thJuly, 2013 in this three month I have to spend this amount of money shown in the below-

NameTk

Transportation cost(3) Monthly 15004,500

Lunch (3) monthly 10003,000

Printing 1500

Others 1000

Total 10,000

Table-5 Internship Budget Information5.2 Sabrina Akter works at Beximco Pharma:

Chapter SixResearch Part

6. Population Definition

Type of research: Descriptive

Population: Total 2700

Elements: Beximco Pharmaceuticals Ltd. Extent: Beximco head office, Dhanmondi , Bangladesh.

Duration: 1th April 2012 31th July 2013.6.1 Data Source

Primary Data:

Primary data collection was attained through a structured questionnaire survey on Crown industries employees.

Research Approach

Survey

Research Instrument

Questionnaires with Structure question

6.2 Sampling Plan

Sample Unit:

Employee of Beximco Pharmaceuticals ltd.

Sample Size:

50 Employees

Sampling Procedure :

Probability Sampling Simple Random Sampling.

Contract Method Questionnaire Survey. 6.3 Data Analysis

Both of information was done to avoid unrelated and ambiguous responses in this regard the frequencies and percentages of different variables in various aspects have been represented in the findings both in the tabular and graphical form. Moreover the respective interpretations have been given.

6.4 Data collection procedure and instruments

For collecting the primary data, the total fifty (50) Staff (Trainer, Management Staff). A structured questionnaire (given in the appendix) was used the instruments. Here it is being mentioned that interviews are with the company Staff (Trainer, Management Staff).

6.5HYPOTHESIS DEVELOPMENTTraining & Development Process of Beximco Pharma.

1. HA: Training is necessary for Beximco Pharma.2. HA: Training and development process is important for enhancing performance and quality.

3. HA: Training delivery process of Beximco Pharma is crucial for employees to understand responsibilities.

4. HA: Training & Development Process Parameter is an important part of HRM.

5. HA: On the job Training is better than class room training.6. HA: Training process relates productivity & quality.

7. HA: Beximco Pharmas Training Delivery Process is Effective Enough for Employee sDevelopment.

8. HA: Proper Training Process increases employee performance at Beximco Pharma.

9. HA: Training and Development Process is instrumental in performance appraisal management.

10. HA: Training Process helps Management to create multi skill goals for Beximco Pharmaceuticals Ltd.

6.6 Hypothesis Testing

ResponsesH1H2H3H4H5H6H7H8H9H10

5=Strongly Agree

152931233267191010

4=Agree2510817201220202026

3=Neither Agree nor Disagree865

4464683

2=Disagree23449416373

1=Strongly Disagree02221422258

Total203211212205139206162201173177

Average4.064.224.244.12.784.123.244.023.463.54

Standard Deviation0.781.131.171.111.371.151.221.051.241.32

Z-test value14.0510.7610.5110.191.739.934.3010.275.485.57

* Sources: Questionnaire Survey Table 6.0: Summary of the respondent

6.7 Graphical Representation

1 .HO : Training is not necessary for Boximco Pharma HA : Training is Necessary for Boximco Pharma

Here,

Ho : =2.5 HA : >2.5

N =50

Here =4.06

=0.78

Z cal = (-)/ (/n) =14.05

Fig: 6.7.1 Respondents views Training is necessary for Beximco Pharma.At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said that Training is Necessary.

2. H0: Training delivery process is not crucial for employees to understand responsibilities HA: Training delivery process is crucial for employees to understand responsibilities

Here,Ho : =2.5

HA : >2.5

N =50

Here =4.22

=1.13

Zcal = (-)/ (/n) =10.76

Fig: 6.7.2 Respondents views Training and development process Is important for enhancing performance and quality.

At 5% level of significance, follows Z -distribution Z0.05 =1.645Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, training is necessary at work of Beximco Pharma.

3. H0: Training delivery process of Boximco Pharma is not crucial for employees to understand responsibilities

HA: Training delivery process of Boximco Pharma is crucial for employees to understand responsibilities

Here,Ho : =2.5

HA : >2.5

N =50

Here =4.24

=1.17

Zcal = (-)/ (/n) =10.51

Fig: 6.7.3 A Respondents view of Training delivery process is crucial for Employees to understand responsibilities.At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said that Beximco Pharmas training is helpful for new employees.

4. H0: Training & Development Process Parameter is not an important part of HRM

HA: Training & Development Process Parameter is an important part of HRM

Here,

Ho : =2.5

HA : >2.5

N =50

Here =4.1

=1.11

Zcal = (-)/ (/n) =10.19

Fig: 6.7.4 A Respondents view of Training & Development Process Parameter is an important part of HRM

At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said that Beximco Pharmas Training & Development is one of the important part of HRM department.

5. HO

: On the job Training is not better than class room Training

HA

: On the job Training is better than class room Training

Here,

Ho : =2.5 HA : >2.5

N =50

Here =2.78 =1.37

Zcal = (-)/ (/n) =1.73

Fig:6.7.5 A Respondents view of on the job Trainings better than class room training

At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said that On the job Training is better than class room training

6. H0: Training process does not relate productivity & quality

HA: Training process relates productivity & quality

Here,

Ho : =2.5 HA : >2.5

N =50

Here =4.12

=1.15

Zcal = (-)/ (/n) =9.93

Fig: 6.7.6 A Respondents view raining process relates productivity quality

At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said that Beximco Pharmas Training helps to increase output & also ensure quality of employees.

7. H0: Beximco Pharmas Training Delivery Process is not effective enough for Employee Development

HA: Beximco Pharmas Training Delivery Process is Effective Enough for Employee Development

Here,

Ho : =2.5 HA : >2.5

N =50

Here =3.24

=1.22

Zcal = (-)/ (/n) =4.30

Fig:6.7.7 Respondents view Beximco Pharmas Training Delivery Process is effective enough for Employee DevelopmentAt 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said that Beximco Pharma has enough Training practices/programs.

8. H0: Proper training process does not increase employee performance at Beximco Pharma

HA: Proper training process increases employee performance at Beximco Pharma

Here, Ho : =2.5 HA : >2.5

N =50

Here =4.02

=1.05

Zcal = (-)/ (/n) =10.27

At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said that proper training in every department will increase the employee performance at Beximco Pharma.

9. H0: Training and Development Process is not instrumental in performance appraisal Management.

HA: Training and Development Process is instrumental in performance appraisal management.

Here,

Ho : =2.5 HA : >2.5

N =50

Here =3.46

=1.24

Zcal = (-)/ (/n) =5.48

Fig: 6.7.9 Respondents view Training and Development

Process is Instrumental in performance appraisal management

At 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said that Beximco Pharmas Training Evaluation & Certification system is very helpful for employee increment.

10. H0: Training process does not help the Management to create multi skill goals For Beximco Pharmaceuticals Ltd. HA: Training process help the Management to create multi skill goals for Beximco Pharmaceuticals Ltd.

Here,

Ho : =2.5 HA : >2.5

N =50

Here =3.54

=1.32

Zcal = (-)/ (

Fig: 6.7.10 Respondents view toward that training process help the Management to create multi skill goals for the organizationAt 5% level of significance, follows Z -distribution Z0.05 =1.645

Since Z cal> Z tab the null hypothesis is not accepted. So at 5% level of significance, it can be said that Beximco Pharmas Training help the Management to create multi skill goals for the organization.

Chapter SevenFindings & Recommendation

7. Findingsa) Training is necessary for all kinds of worker. 50% of the respondents are agreeing with that training is necessary for all kinds of worker and 30% are strongly Agree 16% are neutral and 4% are disagreed.

b) The statistical analysis of the findings represents that training and development process is important for enhancing performance and quality. The finding shows that 78% of the respondents agree that training and development process is important for enhancing performance and quality, 12% were neutral and 4% disagreed. c) The study shows that training delivery process is crucial for employees to understand responsibilities. The finding shows that most of the respondents had agreed that Beximco Parmas training delivery process is crucial for employees to understand responsibilities, 10% were neither agree or disagree and 8% disagree.d) The research shows that Beximco Parmas training and development process parameters are important part of HRM. Study finding shows that around 80% respondents had agreed that training and development process parameters are important part of HRM, 8% were neither agree or disagree and 8% disagree.e) On the job training and class room training are equal Learning Scope for the worker.

f) The findings demonstrate that training process is correlated with productivity and quality. It is observed that around 76% responded had agreed that training process is correlated with productivity and quality, 12% were neither agreeing nor disagree and 8% disagree.

g) The study illustrates that Beximco Parmas training delivery process is effective enough for employee development. It is also found from study that 54% respondents had agreed that Beximco Parmas training delivery process is effective enough for employee development, 8% neither agree nor disagree and 32% disagree.

h) The data represents that proper training process increases employee performance at Beximco Pharma. The finding shows that around 78% respondents had agreed that proper training process increases employee performance at Beximco Pharma, 12% were neither agree nor disagree and 6% disagree

i) It is analyzed that training and development process is instrumental in performance appraisal management. The study shows that 60% respondents had agreed that training and development process is instrumental in performance appraisal management, 16% were neither agree nor disagree and 14% disagree.

j) The finding supports that training process help management to create multi-skills goals for the organization. It is analyzed that around 72% respondents had agreed that training process help management to create multi-skills goals for the organization, 6% were neither agree nor disagree and 4% disagree.

7.1 Recommendation

It is not easy to recommend some suggestion to enhance the performance level of the organization during three month practical experience in BPL. I have observed some shortcoming regarding operational and other aspects. On the basis of my observation I would like to present the following recommendations:

a) To keep more budget for training.

b) Update training system.

c) To Inspire Trainer and trainee

d) Update training monitoring system.

e) Update training facilities.f) Update training instruments.

g) More training for new worker.

h) Establish more training room.

i) To more utilize the trainer.

j) To give the training incentive for the trainee.

7.2 ConclusionI have completed my Practicum report successfully by the grace of Allah. Organizational Internship sends me to the expected destiny of practical life. The completion of the three months Internship at Beximco Pharmaceuticals Ltd. Beximco Pharmaceuticals Ltd conducts a more informal training system. Once the employee joins the company, based on previous experience the section Head decides at what level the new employee will be trained. Upon making the decision, the employee is attached with an experienced person. This experienced employee becomes the new employees informal trainer and works under his/her supervision. Once the new employee is trained and feels comfortable on the job, s/he is given full responsibility to conduct the job function independently without any supervision. I am enough fortunate that i have got an opportunity of having a training in this Organization. During the training period I am received co-operation and association from the authority full & found all man, machines & materials on appreciable working condition. All stuffs & officers were very sincere & devoted their duties to achieve their goal. Finally i would like to wish Beximco Pharmaceuticals Ltd. to have a blast & thanks to administration of Beximco Pharmaceuticals Ltd. for their cordial attitude to me.7.3 Bibliography

Dessler , Gary. Training and Developing Employees. Human Resource Management. Ninth ed. New Delhi: Pearson Education, 2003.

Davis, Newstrom Organizational Behavior Eleven ed.Tata McGraw-HILL, 2006. Raymond, A.N Employee Training & Development Fifth edition, McGRAW-HILL, NewYork, 2010.7.4 Web link

http://www.bpl.com.bd.

http://www.abpi.com.bd.

http://www.bpl.com.bd/corporate_info/about.php http://www.wpa.com. http://www. wikipedia.com

7.5 Abbreviation

Abbreviated Word

Full Meaning

BPLBeximco Pharmaceuticals Ltd.

Ltd.Limited

BBABachelor of Business Administration

CEOChief Executive Officer

AdminAdministration

COOChief Operating Officer

LCsLocal companies

Dept.Department

DGMDeputy General Manager

RMGReadymade garments

GMGeneral Manager

HRDHuman Resource Development

HRMHuman Resource Manager

Astt.Assistance

IDInformation Details

ISOInternational Standers Organization

Sr.Senior

MISManagement Information System

QCQuality Control

R&DResearch and Development

CPMCentral Product Management

DSEDhaka Stock Exchange

ARVAnti-Retroviral Drugs

MNCsMultinational Companies

TPRTraining progress report

MRCMarket Research & Statistical Cell

TMTraining Materials

WHOWorld Health Organization

U.KUnited Kingdom

USAUnited State of America

S.NSerial Number

cGMP Current Good Manufacturing Practices

PLCPublic LimitedCompany

APIsActive Pharmaceutical Ingredients

OSDOral Solid Dosage

MSDMedical Service Department

7.6 Appendix

A Report On: Training and Development Process of Beximco Pharma.

QUESTIONARIES

(Please rate the following questions at the scale of 1 to 5)

Name: -----------------------------------------------------

Age: 21-30 31-40 41-50 51- 60 61-70

Sex: Male Female

(Please tick marks as your desired answer)

1. Do you agree Training is Necessary for Beximco Pharma?

Strongly disagree

Disagree

Neither Agree nor disagree

Agree

Strongly agree2. Do you agree training and development process is important for enhancing performance and quality?Strongly Disagree

Disagree

Neither Agree nor Disagree

Agree

Strongly Agree

3. Do you agree training delivery process of Beximco Pharma is crucial for employees to understand responsibilities?

Strongly Disagree

Disagree

Neither Agree nor Disagree

Agree

Strongly Agree

4. Do you agree training and development process parameter is an important part of HRM?

Strongly Disagree

Disagree

Neither Agree nor Disagree

Agree

Strongly Agree

5. Do you agree On the job Training is better than class room training?

Strongly disagree

Disagree

Neither Agree nor disagree

Agree

Strongly agree

6. Do you agree training process relates productivity & quality?

Strongly Disagree

Disagree

Neither Agree nor Disagree

Agree

Strongly Agree

7. Do you agree Beximco Pharmas training delivery process is effective enough for employee development?

Strongly Disagree

Disagree

Neither Agree nor Disagree

Agree

Strongly Agree

8. Do you agree proper training process increase the employee performance at Beximco Pharma?

Strongly Disagree

Disagree

Neither Agree nor Disagree

Agree

Strongly Agree

9. Do you think training and development process is instrumental in performance

appraisal management?

Strongly Disagree

Disagree

Neither Agree nor Disagree

Agree

Strongly Agree

10. Does Training process help management to create multi skill goals for Beximco Pharmaceuticals Ltd?

Strongly Disagree

Disagree

Neither Agree nor Disagree

Agree

Strongly Agree

7.7 Pictures and PremisesFactory Premises

Laboratory of BPL

Laboratory of BPL

Products

Products

Sabrina Akter works at Beximco Pharma

Board of Directors

Chairman

Manager

(Marketing & Procurement)

Managing Director

Market Research

Input Procurement

Product Selling

Chief Operating Officer

(COO)

DGM

HR & Administration

GM Operation, QC & Maintenance

Manager

(Accounts & Finance)

Manager

(R & D)

Process Research

Product Planning & Development

Policy farming & implementation

Recruitment

Training & Staff Development

HR Control

General accounts & MIS

Payroll

Share issues

Operation

Quality Control/ Assurance

Maintenance

Inventory

Mr. Arshad Bhuiyan

Sr. Manager, HR

Chowdhury Razzak Haider

Sr. Asst. Manager, HR

Sharmin Sultana

Sr. Officer, HR

Shoeb Ahmed Chowdhury

Sr. Officer, HR

Sohana Momtaz Chowdhury

Sr. Officer, HR

Syeda Adiba Hossain

Officer, HR

Hasan-Al-Sajid

Officer, HR

Mohammad Sajidul Alam

Officer,HR

A.I.M. Moniruzzaman

Officer, HR

Vacant of New Position Occurs

Received Education and

Chose Occupation Occurs

Acquire Employment Experience

Perform Job Analysis and

Plan Recruiting Effort

Search for Job Openings

Generate Applicant Pool

Via Internal or External

Recruiting Methods

Apply for Jobs

Evaluate Applicants via

Selection Process

Impress Company during

Selection Process

Impress Applicants

Evaluate Jobs and Companies

Make Offer

Accept or Reject Job Offers

Pre departure

Questioners

Annual Training Plan

Training Need

Assessment

Training Effectiveness

Analysis

Feed Back

Program implementation

Post Training

Questioners

Periodic reviews

Adjustment

Page | 1

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